SampleRecruitmentStrategyPlanningTemplate
Strategy
Online
Recruiting
Campus
Recruiting
and Job Fairs
Need
Description
Not reaching
majority of
applicants,
especially
young college
grads
A large percentage of employees hired
by vocational rehabilitation agencies for
entry level jobs are seeking their first
“career job.” Many are young, either
fresh out of college, looking to establish
a new career, or relocating to a new
area. The newspaper want-ads are not
an effective recruitment source for most
of today’s applicants. Placing vacancy
announcements online is more effective
and economical than using most
traditional forms of advertising.
Need to
improve
overall
applicant pool
Both professional and paraprofessional
applicants can be effectively recruited
at job fairs sponsored by state
workforce development agencies.
College recruiting can be a very
effective method for attracting
applicants for professional jobs.
Possible Tactics





www.Monster.com
www.CareerBuilder.com
www.Jobs.net
www.Hotjobs.yahoo.com
Insert specific websites/newsletters

Send team of HR representative with an
experienced supervisor to fairs – provides
an opportunity for job seekers to ask both
job specific and hiring process/benefits
questions.
Send an “ambassador” from the agency to
classrooms of social work majors to “guest
lecture” or provide an agency overview.
Schedule experienced employees or
supervisors to speak on a “hot topic” in the
VR field at a brown bag luncheon at a local
college or university.


Team Action Items
Individual/s
Responsible
Deadline/s
SAMPLE RECRUITMENT STRATEGY TEMPLATE
L.FLOWERS, 2011
1
Strategy
Need
University
Partnerships
Not enough
applicants with
specialized
degrees
Developing a variety of recruitment
strategies with area universities,
community colleges to encourage
students to pursue careers in VR.
Targeted
Recruitment
Lack of
diversity in
targeted job/s
You may need a more diverse
workforce that better reflects the client
population you serve. For example, you
may need to recruit employees with
specific language skills.
Internships
Need to
improve
overall
applicant pool
Description
Interns sometimes are paid a stipend,
but in most instances interns are
fulfilling an academic requirement of the
college or university.
Although supervisors and/or casework
staff must spend time supervising and
training interns, the potential payoff is
having a “known” applicant who is
familiar with agency operations.
Possible Tactics


Team Action Items
Individual/s
Responsible
Deadline/s
Collaborate with university student leaders,
faculty advisors, professors and chairs to
help generate student interest in the field.
Develop an internship program
Target community job fairs to increase diversity
among new recruits.
Develop internship and/or job shadowing
program for college students who agree to work
for the VR agency for specified period of time.
SAMPLE RECRUITMENT STRATEGY TEMPLATE
L.FLOWERS, 2011
2
Strategy
Word of
Mouth
Employees
as Recruiters
Need
Need to
improve
overall
applicant pool
Need to
improve
overall
applicant pool
Description
Possible Tactics

Even if employees are not actively referring
vacancies to friends and acquaintances,
their positive “word of mouth” about the
agency is a powerful recruitment source.

Issue periodic reminders to staff that
vacancies exist and their referrals are
appreciated.
Offer “recruitment bonuses” to staff that
refer applicants who are eventually hired.
Tie the bonus to the successful completion
of the probationary period.
If current employees are happy in their
jobs, they become one of the best
sources of recruitment.
The next step beyond “word of mouth”
recruiting is encouraging employees to
recruit others.


Team Action Items
Individual/s
Responsible
Deadline/s
Many agencies carry a large number of
vacancies relative to the number of
filled positions.
Keeping
Jobs Filled
Too many
unfilled
vacancies
Reasons: bureaucratic approval
processes, heavy workloads, limited
time to adequately go through to go
through the selection process, and
failure to anticipate vacancies.
Hire employees in anticipation of vacancies that
are projected to occur.
It is critically important to keep positions
filled. Vacant positions increase the
workload of all employees and add to
the stress of already stressful jobs.
SAMPLE RECRUITMENT STRATEGY TEMPLATE
L.FLOWERS, 2011
3
Strategy
Need
Description
Possible Tactics

Maintain a
pre-screened
applicant
pool
Too many
applicants get
hired with only
the minimum
credentials
Some organizations delay hiring until
staff vacancies reach crisis proportions.
They then initiate a recruitment process
that is designed to hire new employees
as soon as possible, which
unfortunately result is hiring employees
who meet the minimum requirements.

Team Action Items
Individual/s
Responsible
Deadline/s
Have a pool of pre-screened, interviewed
applicants always available to be called for
a second interview. When using this
approach, it’s important to minimize the
amount of time between the initial interview
and the second interview to prevent topquality applicants from being hired
elsewhere.
Continue recruiting and screening, even
when there are no current vacancies.
Additional
Strategy:
Additional
Strategy:
SAMPLE RECRUITMENT STRATEGY TEMPLATE
L.FLOWERS, 2011
4